Since the process runs for a year and in consideration of the probationary period that new employees serve, how do you fit a new employee into the process?
We recommend that you begin the planning process with the new employee immediately; in this way, at the end of a successful probationary period, you simply pick up with the planning that you’ve already done. Remember that initial probationary periods for new employees run for three calendar months commencing with the initial date of employment. For instance, if a person begins work on March 15th, his/her probationary period will end on June 15th. Supervisors should be aware of the limits of the probationary period since they are informed of the period by the Human Resources Department when the new employee is hired. As far as fitting the review into the performance year, if the probationary period has ended within the current calendar/performance year, we recommend that you complete the review portion of the form for the new employee. However, if the probationary period has carried over into the next calendar year, then we recommend that you complete the review within that next calenda
Related Questions
- What happens to an employee’s probationary status when they get reclassified to a different class? Does the employee have to serve a new probationary period?
- Since the process runs for a year and in consideration of the probationary period that new employees serve, how do you fit a new employee into the process?
- Can employees take a floating holiday while on a new hire probationary period?
